For a long time, Glasswall relied purely on recruitment agencies. They relied on them to do most of the leg work; filtering and sending CVs, arranging interviews and negotiating job offers.
“Although that worked for a while, it was a very timely, lengthy and costly process. We realised that no matter how much time and effort you put into that filtering and screening, it’s hard to know whether somebody is going to be successful until they’re in the job, they’ve hit the ground running and are embedded in the company culture.”
Glasswall then started promoting jobs on social media and sending applicants a range of screening questions.
“We aimed to set the bar high so that the few applicants that did go through the application process were much more likely to fit into our culture, think the way we do and work the way we do.”
The problem with this process was all applications were coming through to an email distribution list that was incredibly challenging to manage. Glasswall needed an efficient way to manage their candidates and hiring process in order to maintain professionalism and structure.